AN EMPIRICAL ASSESSMENT OF THE EFFECTS OF AFFECTIVE RESPONSE IN THE MEASUREMENT OF ORGANIZATIONAL CLIMATE*

The purpose of this study was to determine whether an affective response affects the dimensionality of perceptual measures of organizational climate. To accomplish this 8,938 nonsupervisory employees of a large utility completed both an organizational climate questionnaire and a measure of job satisfaction. The raw scores on the climate instrument were factor analyzed. Then the job satisfaction scores were partialed out of the intercorrelations of the items making up the climate instrument and the residual scores were submitted to a factor analysis. The results suggest that partialing job satisfaction out of responses to an organizational climate questionnaire served to improve the dimensionality of the climate instrument.     

用对比法教分数应用题的实验研究

研 究 目 的 小学分数应用题的教学是目前小学算术教学中“老、大、难”的问题之一。我国心理学工作者的研究已涉及这问题,并说明,在应用题的复习教学中运用交错对比能有效地防止或减少解题错误。但是,他们认为:“在新授教学过程中难以应用交错对比。能不能在新授教学过程中运用对比的教学方法?这种方法在学生掌握应用题的解法中有哪些效果?我们想通过实验对这个问题的探索,为改进分数应用题教学提供一些参考资料。     

THE FUTILITY OF UTILITY ANALYSIS REVISITED: WHEN EVEN AN EXPERT FAILS

The effect of utility analysis on managerial decisions regarding the use of a valid selection test was investigated. Experienced managers ( n = 41) were randomly assigned to one of three conditions. The control condition contained written advice to adopt new selection procedures from a hypothetical psychologist that included an explanation of validation procedures. The second condition contained the same written information and advice as the control condition plus written support of that advice from a hypothetical trusted adviser. The third condition contained all the material that was presented in the control condition plus a written explanation of utility analysis, an actual utility analysis showing that large financial benefits would flow from using the proposed procedures, and a video-taped presentation from an expert on utility analysis where the logic underlying utility analysis and its benefits were explained. The expert was then presented live to the audience to address any questions that might have arisen from the utility analysis or the video. An ANOVA revealed that the presentation of a positive utility analysis reduced support for implementing a valid selection procedure, even though the logic and merits of utility analysis as a decision-making tool were described by an internationally recognized authority.     

EXPANDING THE CONTEXT OF UTILITY: THE STRATEGIC IMPACT OF PERSONNEL SELECTION

Others have demonstrated that traditional applications of the Brogden-Cronbach-Gleser (BCG) selection utility formula are deficient in responding to the financial context of managerial decisions (Boudreau, 1983a, 1983b; Cronshaw & Alexander, 1985, 1991). We demonstrate that traditional estimates of selection utility also fail to reflect the strategic context faced by managerial decision makers. We modify the traditional BCG model to yield an estimate of total utility derived from human resources ( U_total ) that can be directly compared to firms' strategic need at a particular point in time ( U^target )-Further, we demonstrate that, while strategic need is rarely constant over time, the capacity of a selection system to meet that need is also likely to change as r_xy and SD_y change over time. Re-examination of what is important to strategic human resource decision makers (selection utility vs. total utility and strategic need) and changing selection system contributions over time yields a more realistic view of how firms benefit from personnel selection.     

THE FUTILITY OF UTILITY ANALYSIS

In a study involving 143 experienced managers, utility analysis was found to influence managerial decision making, but not in the way intended by advocates of this technique. Utility analysis reduced the support of managers for implementing a valid selection procedure, even though the analysis indicated that the net benefits from the new procedure were substantial. In light of these findings, industrial/organizational psychologists are advised to reconsider their assumptions regarding the information managers use when managers make human resource policy decisions.     

AN INTERNATIONAL LOOK AT SELECTION PRACTICES: NATION AND CULTURE AS EXPLANATIONS FOR VARIABILITY IN PRACTICE

A survey of 959 organizations in 20 countries was undertaken to assess whether differences in staffing practices are due in part to nation and culture. Cultural differences in uncertainty avoidance and, to a lesser extent, power distance, explained some of the national differences observed in the extensiveness of method use. Implications for understanding the best approaches to selection on a global basis are discussed.     

MODELING THE EFFECTS OF BANDING IN PERSONNEL SELECTION

Selection outcomes under banding are affected by characteristics of the selection system and the applicant pool. This study examined the effects of eight parameters on the proportions hired from higher- and lower-scoring groups: (a) selection ratio; (b) reliability; (b) fixed vs. sliding bands; (d) top-down vs. random within-band selection; (e) preferential vs. nonpreferential selection; (f) mean differences; (g) standard deviation differences; and (h) proportion of applicants from the lower-scoring group. Simulation results were analyzed in a fully-crossed eight-way ANOVA. Higher-order interactions among selection system and applicant pool characteristics had virtually no effect on selection outcomes; the proportion of the applicant pool from the lower-scoring group accounted for nearly half the variance in out-comes. Other important effects are, in order, the effects of standard deviation differences, mean differences, preferential hiring, and the selection ratio. Applicant pool characteristics have considerably more influence on selection outcomes than do selection system characteristics.     

AN INVESTIGATION OF THE EFFECT AND ECONOMIC UTILITY OF CORPORATE-WIDE TRAINING

This study describes a 4 year effort to investigate the effect and utility of managerial and sales/technical training. The effort relied upon quasi-experimental designs to investigate the effect of training programs, meta-analysis to summarize the effect of different types of training, and utility analysis to estimate the economic impact of training. The utilized multi-attribute utility analysis model, based on Raju, Burke, and Normand's 1990 (RBN) model, was modified and approved by the senior management of a Fortune 500 pharmaceutical company; it included a measure of criterion deficiency and corrected for differences due to alternative methods of calculating effect sizes (e.g., repeated measures ANOVA vs. ANCOVA). Results of 18 training program evaluations (range of N = 10 to 216), which were conducted in one company on the basis of supervisor, subordinate, or peer ratings, are reported. Great variation existed between the effectiveness of the programs (range of d = -.09 to 1.11), and managerial training was found to have less effect (d = .31) and utility (mean ROI = 45%) than sales/technical training (d = .64, mean ROI = 418%). In addition, the use of a 2-point performance scale in application of the RBN utility model as well as the role of management pre-approval of utility analysis are investigated.     

JUDGMENTS OF SEXISM: A COMPARISON OF THE SUBTLETY OF SEXISM MEASURES AND SOURCES OF VARIABILITY IN JUDGMENTS OF SEXISM

We compared the subtlety of four measures of sexism and sources of variation in male and female psychology students' judgments that beliefs from these scales and everyday behaviors were sexist. Participants judged traditional gender role and hostile sexist beliefs as more sexist than benevolent and modern sexist beliefs, indicating the latter were more subtle measures of sexism. Participants also judged traditional gender role behaviors as more sexist than unwanted sexual attention, suggesting the latter may less readily be identified as sexist. Variation in judgments of beliefs as sexist was related to differences in likelihood of endorsing such beliefs. This relation fully accounted for the tendency for men to be less likely to judge beliefs as sexist in comparison to women. Endorsement of Modern and Hostile Sexist beliefs was related to judgments of behaviors as sexist. The implications of the results for scale usage and identifying sexist behavior are discussed.     

不确定性风险选择的抱负水平—相对效用整合理论

本文认为不确定性风险决策备择方案的选择标准既不是规范效用理论所主张的效用最大化,也不只是研究者们基于西蒙有限理性决策理论而提出的抱负水平,而是存在于决策不同阶段上的、由启发式策略控制着的这两种标准的整合,我们称之为抱负水平－相对效用整合标准。为此,我们在研究抱负水平结构的基础上提出了负险选择的抱负水平－相对效用整合理论及其支持性研究证据,并就有关问题进行了讨论与思考。指出抱负水平－相对效用整合是风     

SELECTION INTERVIEWING IN THE LIFE INSURANCE INDUSTRY: AN UPDATE OF RESEARCH AND PRACTICE

Over the past decade, the Life Insurance Marketing and Research Association has been researching and implementing the use of structured selection interviews in the agent selection process. The practical problems encountered during this period are reviewed, and studies of the most recent interview guide are presented. These studies are based on interview evaluations made by 270 managers in interview training sessions, as well as field managers'evaluations of 163 applicants in actual agent selection situations. The results indicate that it is possible for managers to agree on their evaluation ratings of an applicant, that there is a stable factorial structure for the ratings, and that the ratings are related to the selection decision although not all items carry the same weight. The implications of these results for the use of structured selection interviews and for further research are discussed.     

A COMPARISON OF REINFORCER ASSESSMENT METHODS: THE UTILITY OF VERBAL AND PICTORIAL CHOICE PROCEDURES

We compared three methods of stimulus preference assessment for verbal children and specifically evaluated the utility of a verbal choice procedure for assessing relative reinforcer value. Using a token system, relative preference for five categories of reinforcers, representing 15 different stimuli, was assessed by three methods: a reinforcer survey, a verbal stimulus-choice questionnaire, and a pictorial stimulus-choice procedure. Results showed that the verbal and pictorial stimulus-choice assessments accurately identified high- and low-preference categories for 3 of 4 participants. Survey results alone often rated multiple categories as high preference, were less likely to identify low-preference categories, and were less likely to correspond with the results of a reinforcer assessment.     

AN ANALYSIS OF AND INTERVENTION IN THE SEXUAL TRANSMISSION OF DISEASE

Sexually transmitted diseases are a serious threat to the public health. Indeed, when an individual seeks medical treatment for a sexually transmitted disease, health authorities frequently attempt to identify, procure, and treat that individual's sexual contact(s). We conducted a comparative analysis of three alternative approaches to tracing the sexual partners of individuals diagnosed as having a sexually transmitted disease. The first approach involved counseling individuals (n = 27) infected with either gonorrhea or nongonococcal urethritis and exhorting them to procure their sexual partners for treatment. In addition to counseling, the second and third approaches involved distributing “occasion cards” for patients to use when informing sexual contacts of the need for treatment. Moreover, in the second approach, the counselor (a nurse or physician) informed infected patients (n = 19) that they and their partners could waive the $3 clinic fee contingent upon the partners seeking treatment within 1 week. In the third approach, the counselor asked infected persons (n = 19) to accept a follow-up telephone contact if their sexual partners failed to seek treatment within 1 week. The third approach was most effective. Ninety percent of the partners identified through this approach sought treatment, versus only about 60% of the partners in the other two conditions. The third approach was also the least expensive, costing about $2.95 to procure each partner for treatment.     

REWARD VERSUS COST TOKEN SYSTEMS: AN ANALYSIS OF THE EFFECTS ON STUDENTS AND TEACHER

The effects of reward and cost token procedures on the social and academic behavior of two groups of elementary special-education students were assessed using a reversal design. Behavioral observations of three target subjects in each group revealed that both procedures were about equally effective in reducing rule violations and off-task behavior. Records kept on the daily arithmetic performance of all subjects showed that output doubled in both groups during the token phases, although accuracy remained unchanged. When students were allowed to choose either contingency, no pattern of preference was established. Small differences were found in teacher behavior: the reward procedure led to an increase in approval comments but cost procedures produced no changes in teacher behavior.     

FURTHER WITHIN-SETTING EMPIRICAL TESTS OF THE SITUATIONAL SPECIFICITY HYPOTHESIS IN PERSONNEL SELECTION

The situational specificity hypothesis in personnel selection holds that variation in observed validity coefficients across studies for the same test and job is due to subtle variations from setting to setting in what constitutes job performance. This hypothesis therefore predicts that, if the setting does not vary, validity will not vary. Using data from a single large-sample validity study ( N = 1,455), this research generated numerous small-sample studies for which the setting (organization, job, test, criterion measure, applicant pool, time period, and sample size) was held constant. It was found that even under these circumstances there was substantial variability across studies in (a) observed validity coefficients, (b) significance levels, and (c) (using traditional data analytic methods) conclusions about the presence or absence of validity. These findings disconfirm the situational specificity hypothesis and argue strongly against traditional data-analytic procedures and the practice of reliance on single small-sample studies. In contrast to the erroneous conclusions produced by traditional data-analytic procedures, meta-analytic methods correctly estimated the population observed validity at .22 and correctly indicated that all between-study variance in observed validities was due to sampling error alone.     

MAU程序和自由讨论的群体决策质量比较

采用实验室研究方法,比较了在信启、不分享条件下多特征效用模型(MAU)决策程序和自由讨论对群体决策质量的影响,并对影响MAU决策质量的主要因素进行了初步探讨。结果发现：(1)MAU程序可以较好地克服群体动力学方面的一些消极影响,表现出挖掘信息(尤其是非分享信息)的充分性。但MAU程序在被试的态度和社会交互作用等心理效标上并未显示出优势;(2)在MAU条件下,群体规模的增大对分享和非分享信息的讨论量无显著影响。而任务难度效应要和群体规模一起才能起到作用。     

AN EMPIRICAL ANALYSIS OF MEASUREMENT EQUIVALENCE WITH THE INDCOL MEASURE OF INDIVIDUALISM AND COLLECTIVISM: IMPLICATIONS FOR VALID CROSS-CULTURAL INFERENCE

The INDCOL measure of individualism and collectivism ( Singelis et al., 1995 ) has been used increasingly to test complex cross-cultural hypotheses. However, sample differences in translation, culture, organization, and response context might threaten the validity of cross-cultural inferences. We systematically explored the robustness of the INDCOL, for various statistical uses, in the face of those 4 threats. An analysis of measurement equivalence using multigroup mean and covariance structure analysis compared samples of INDCOL data from the United States, Singapore, and Korea. The INDCOL was robust with regard to the interpretability of correlations, whereas differences in culture and translation pose an important potential threat to the interpretability of mean-level analyses. Recommendations regarding the interpretation of the INDCOL and issues in the analysis of measurement equivalence in cross-cultural research are discussed.     

COCAINE ADDICTS AND THEIR FAMILIES: AN EMPIRICAL STUDY OF THE PROCESSES OF IDENTIFICATION

The processes of identification between adolescent cocaine addicts and their parents were studied in 402 subjects, in total 134 familial triads (father"mother"son), subdivided into two groups of 67 triads, one of these groups having as the child an adolescent of masculine sex dependent on cocaine and the other, equal in number, being a control group, duly matched for age and socio-economic status. The instrument employed was the Rorschach test (1922), limited to the application of the Lerner Defense Scale (LDS; Lerner & Lerner, 1980). The findings in the affected triads showed up as consistent statistically for the presence of intense processes of pathological identification, especially between father and son, a sign of the importance of the presence of disturbances of paternal function in the development of this addiction. The utilisation of very regressive defence mechanisms, above all of projective identification, was the predominant mode of procedure in triads with a dependent child. In comparisons between the fathers the odds ratio (OR) for projective identification was 8.66 to 1, which points to the association between cocaine addiction and the primitive mental functioning of the fathers. With empirical methodology these findings serve to corroborate the psychoanalytical conclusions based on studies of single case studies, testifying that the dysfunctions of identificatory phenomena in familial functioning are predominant in the mental organisation of cocaine addicts.     

THE USE AND UTILITY OF THE MONOTONE CRITERION IN MULTIDIMENSIONAL SCALING

The monotone criterion as a multidimensional scaling technique is theoret- ically and empirically evaluated using the algorithms of Kruskal (MDSCAL) and Guttman-Lingoes (SSA-1). Geometric configurations are used to test the recovery capabaty and other aspects of MDSCAL and SSA-1. In addition to theoretical shortcomings, the monotone criterion permits results which do not correspond to the shape of the input data. Because of its deficiencies, alterna- tive goodness-of-fit criteria are suggested in preference to the monotone criterion.